Podcast
Things Leaders Do
Hosted by Colby Morris · EN
Whether you're a new manager figuring out how to lead your first team or a seasoned executive refining your approach, host Colby Morris delivers actionable tools and real-world frameworks you can use today to lead with confidence, clarity, and impact.
Things Leaders Do is the straight-talk podcast for leaders who want practical strategies that actually work—not just leadership theory that sounds good in a boardroom.
Each week, Colby breaks down people-first leadership with humor, insight, and straight talk—covering how to communicate effectively and build trust, create high-performance team cultures, handle pressure and setbacks, balance accountability with empathy, and master the intersection of strategy, execution, and influence.
Perfect for new leaders stepping into management, seasoned executives leveling up their skills, and anyone tired of leadership advice that doesn't translate to the real world.
Weekly episodes tackle succession planning, conflict resolution, one-on-ones that actually work, performance reviews that don't suck, employee development, and how to create workplaces where people want to stay—not just show up.
No fluff. No vague concepts.
Just tactical frameworks and processes you can implement Monday morning.
New episodes drop every Monday. Subscribe now and join thousands of leaders building stronger teams and better workplace cultures.
Host Colby Morris is the founder of NXT Step Advisors, providing executive coaching, team training, and keynote speaking focused on people-first leadership that drives real business results.
Connect at nxtstepadvisors.com or linkedin.com/in/colbymorris
36episodes
Episodes
Newest firstAll episodes
How to Hire Better (So You Don't Have to Fire Later)
Feb 300:28:31Tap to summarizeHow do you avoid making bad hires? Stop interviewing for skills and start interviewing for character using Patrick Lencioni's Humble, Hungry, and Smart framework. Ask specific behavioral questions that reveal these three virtues, watch for red flags like excessive charm or similarity bias, and use the first 90 days—especially your one-on-ones—to assess whether the person truly fits your team culture.Episode Description74% of employers admit they've hired the wrong person. The average cost? $14,900. And 28% of new employees quit within the first 90 days.Why? Because we're interviewing for skills instead of character.In this episode, you'll learn:The specific interview questions that reveal Humble, Hungry, and SmartColby's alternative to "What's your greatest weakness?" that actually worksFour red flags you're probably ignoringHow to use the first 90 days and your one-on-ones to catch issues earlyStop hiring people who interview well but underperform. Start hiring for character.Resources Mentioned"The Ideal Team Player" by Patrick LencioniConnect with Colby MorrisLinkedIn: linkedin.com/in/colbymorris Website: nxtstepadvisors.comComing Soon (April 2026)Second weekly podcast episode featuring interviews with leadersYouTube version of The Things Leaders Do podcastRemember: 74% of employers have made a bad hire. But it doesn't have to be you.Colby's LinkedIn ProfileNXTStepAdvisors.com
Transcribe →Performance Issue or Hiring Mistake? Make the Call
Jan 2700:25:04Tap to summarizeHow do you know when someone needs more coaching versus when you've made a hiring mistake? Look for three signs: (1) They're missing one of Patrick Lencioni's core virtues (Humble, Hungry, or Smart) and it's not improving, (2) You're having the same coaching conversation on repeat with no change, and (3) Your high performers are asking pointed questions about this person. If it's a hiring mistake, handle the transition with dignity: be clear about the decision, own your part, focus on what's next, and communicate to your team only after the person has left.Episode DescriptionHow do you know if someone just needs more coaching, or if you made a hiring mistake? When should you stop giving them "more time" and acknowledge it's not a fit? And how do you handle the transition without creating legal liability?Most leaders wait too long on bad hires because they don't want to give up on people. They keep coaching, keep hoping, keep giving "one more quarter" for things to turn around. But here's the truth: You can coach skills, but you can't coach culture fit, intrinsic motivation, or fundamental character traits.In this episode, Colby breaks down the critical difference between performance issues (fixable) and hiring mistakes (not fixable). You'll learn Patrick Lencioni's Humble, Hungry, Smart framework for identifying when someone is missing a core virtue, why Kim Scott's "Ruinous Empathy" explains why we avoid these decisions, and Brené Brown's principle that "clear is kind" when it comes to transitions.Plus, the exact four-step framework for handling the transition with dignity while protecting yourself legally.Key TakeawaysThe difference between performance issues (what someone does) and hiring mistakes (who someone is)Patrick Lencioni's three virtues every team player needs: Humble, Hungry, and SmartThe three signs it's a hiring mistake, not a performance issueWhy "Ruinous Empathy" keeps us coaching too long on bad hiresThe four-step framework for transitioning someone out with dignityCritical legal consideration: Don't communicate to your team until after the person has leftWho This Episode Is ForMiddle managers and executives who've been coaching someone for months with no improvement, who are wondering if they should keep trying or acknowledge it's not a fit, and who need a clear framework for making the call and handling the transition professionally.Connect with ColbyWebsite: nxtstepadvisors.comLinkedIn: linkedin.com/in/colbymorrisComing in April 2026: A second weekly episode featuring interviews with leaders sharing actionable tools they've learned throughout their careers. Plus, the YouTube version of The Things Leaders Do podcast!Colby's LinkedIn ProfileNXTStepAdvisors.com
Transcribe →When to Address Underperformance (Part 2 of 2)
Jan 2000:28:04Tap to summarizeHow do you actually have a performance conversation with an underperforming team member? Use a six-step framework: (1) Schedule it without drama, (2) Start with specific observations, (3) Listen to understand the root cause, (4) Name the impact clearly, (5) Create a specific plan together, and (6) End with a clear recap. Then follow up the next week—not when you remember, but when you said you would. The conversation without follow-up is just theater.Episode DescriptionWhat do you actually say in a performance conversation? How do you start without putting someone on the defensive? How do you know if it's a skill issue, a resource issue, or a motivation issue—and why does that matter?Most managers know they need to have the conversation, but they have no idea what to say. They end up going too soft (nothing changes) or too hard (the person shuts down). Neither works.In this second part of a two-part series, Colby walks through the exact six-step framework for having the early intervention conversation. You'll learn what to say to start it, how to listen for what's actually wrong, how to create a clear plan together, and—most importantly—how to follow up so the course-correction actually sticks.If you haven't listened to Part 1 yet, start there to learn when to have this conversation and why addressing issues immediately matters.Key TakeawaysThe six-step framework for having the performance conversationHow to schedule it without making it feel like they're getting firedWhat to listen for: skill issue, resource issue, priority issue, motivation issue, or personal issueWhy you need to name the impact clearly (not just the behavior)How to create a specific plan with specific deadlinesThe follow-up strategy: check in next week, look for progress not perfectionWhen to escalate vs. when to keep coaching (3-4 weeks is the timeframe)Who This Episode Is ForMiddle managers who know they need to have a performance conversation, who want the exact words to use so they don't go too soft or too hard, and who need a follow-up strategy that actually works.Connect with ColbyWebsite: nxtstepadvisors.comLinkedIn: linkedin.com/in/colbymorrisMissed Part 1? Go back and listen to learn when to have the conversation and why early intervention is the kindest thing you can do. Colby's LinkedIn Profile Things Leaders Do Instagram
Transcribe →When to Address Underperformance (Part 1 of 2)
Jan 1300:26:35Tap to summarizeQuick AnswerWhen should you have a performance conversation with an underperforming team member? Address it immediately the first time you notice an issue—not the third or fourth time. The first time, approach it with curiosity: "What happened?" The second time, express concern and document the conversation. Waiting only makes the problem worse for everyone involved.Episode DescriptionHow do you know when it's time to address underperformance? What are the early warning signs that someone's struggling? Why does waiting to have the conversation make everything worse?Most managers wait too long to address performance issues—hoping the problem will fix itself or waiting for the "perfect time" to bring it up. But waiting doesn't help. It just lets small issues escalate into formal performance problems.In this first part of a two-part series, Colby shares the four signs that tell you it's time to have the conversation, why you need to address issues immediately (the first time, not the third), and why early intervention is actually the kindest thing you can do for someone who's underperforming.This episode sets the foundation. Next week, Part 2 will give you the exact framework for what to say and how to follow up.Key TakeawaysThe four signs that tell you it's time to have a performance conversationWhy you should address issues the first time you notice them—not wait for a patternThe immediate intervention approach: first time with curiosity, second time with documentationWhy waiting makes the problem worse (the timeline of doom from Week 1 to Week 12)Why early intervention is actually kinder than avoiding the conversationKey statistics: Employees are 3.6x more likely to do outstanding work with daily vs. annual feedback (Gallup)Who This Episode Is ForMiddle managers who've noticed someone on their team underperforming, who want to know when to intervene, and who need the confidence to address issues early instead of waiting until they become formal HR problems.Connect with ColbyWebsite: nxtstepadvisors.comLinkedIn: linkedin.com/in/colbymorrisDon't miss Part 2 next week where Colby walks through the exact six-step framework for what to say in the conversation and how to follow up to make sure it sticks. Colby's LinkedIn Profile Things Leaders Do Instagram
Transcribe →When Your January Plans Fall Apart (Year-End Leadership Series)
Jan 600:23:56Tap to summarizeWhat should you do when your January plans fall apart? Acknowledge what slipped, identify why it happened, and make one small adjustment to get back on track. This episode shares a three-step recovery process refined over 20+ years of leadership—because leadership isn't about perfect execution, it's about recovery.Episode DescriptionWhat happens when your January plans fall apart by Week 2? How can you recover when you've already slipped back into old habits? What's the difference between perfect execution and sustainable leadership?Most leaders are already behind by mid-January. They set goals, had a great first week back, and then reality hit. In this final episode of the Year-End Leadership Survival Guide series, Colby shares a personal story about a January that didn't go as planned—and the three-step recovery process he's refined over 20+ years in leadership and operations.This isn't about perfect execution. It's about recovery. If you've already missed one-on-ones, if you've already fallen back into reactive mode, or if you're wondering how to maintain momentum beyond January, this episode is for you.Key TakeawaysA personal story about slipping in Week 2 of January (even after 15+ years in leadership)Your weekly rhythm for all four weeks of January—what to protect and what's negotiableThe three-step recovery process when you're off track: acknowledge it, identify the pattern, make one adjustmentHow to spot you're drifting (usually happens in Week 3)What should be in place by end of January to enter February with momentumWhy leadership is about recovery, not perfect execution—and how to course-correct quicklyWho This Episode Is ForMiddle managers and team leaders who've already slipped on their January goals, who want to know how to recover without starting over, and who need sustainable leadership habits that work in the real world.Connect with ColbyWebsite: nxtstepadvisors.comLinkedIn: linkedin.com/in/colbymorris Colby's LinkedIn Profile Things Leaders Do Instagram
Transcribe →Starting 2026 Strong - The First Week Reset (Year-End Leadership Series)
Dec 3000:40:06Tap to summarizeWhat should leaders do in the first week of January to set their team up for success in 2026? How can middle managers use the first week back to re-engage their teams and set the tone for the entire year?Most leaders waste the first week of January drowning in email and attending pointless meetings. But the first week of January isn't about catching up—it's about resetting. In this episode, Colby breaks down the specific conversations leaders need to have, why one-on-ones are non-negotiable, and how to build leadership habits that actually stick.If you've been struggling with team engagement or haven't been doing one-on-ones consistently, this episode will give you the framework to start 2026 strong.Key TakeawaysWhy the first week of January is the most important week of the year for leadersThe three critical conversations every leader needs to have with their team in the first week backWhat the data says about one-on-one meetings and employee engagement (the numbers might surprise you)A vulnerable framework for admitting you haven't been doing one-on-ones—and how to startThe Start/Stop/Continue framework for resetting your leadership in 2026How to set a leadership rhythm that prevents you from falling back into old habits by MarchFeatured StatisticsOnly 23% of employees globally are engaged at work (Gallup, 2024)Employee disengagement costs $8.9 trillion globallyEmployees who meet one-on-one with leaders weekly are 1.5x more likely to be highly engaged (Work Human, 2024)70% of variance in team engagement is attributable to the manager (Gallup)Who This Episode Is ForMiddle managers and team leaders who want to start 2026 strong, re-engage their teams after the holidays, and build sustainable leadership habits that actually stick.Connect with ColbyWebsite: nxtstepadvisors.comLinkedIn: linkedin.com/in/colbymorris Colby's LinkedIn Profile Things Leaders Do Instagram
Transcribe →Drowning in Decisions? You’re Leading the Wrong Way
Jun 23, 202500:12:41Tap to summarizeDrowning in Decisions? You’re Leading the Wrong WayPodcast Description If your team can’t move without your input, you’re not leading—you’re bottlenecking.In this episode of Things Leaders Do, Colby Morris shares the leadership shift that changed everything when he was managing a 350-person team. If you're overwhelmed by decision fatigue or constantly solving problems your team could handle, this episode will show you how to stop being the answer—and start building a team that knows how to think without you.You’ll learn:Why answering every question is slowing you—and your team—downHow to coach your people into confident, independent decision-makersA practical question that ends decision paralysisHow to lead with people in mind—ethically, strategically, and with trustWhy developing leaders is one of your most important jobsLeadership Challenge: Stop giving every answer. Start asking better questions. Set the expectation: if they bring a problem, they bring two solutions.If this episode helped you lead better: Leave a quick review and share it with another leader. That’s how we grow this movement and build stronger teams, together.Need a speaker for your next leadership event, team training, or offsite? Colby works with organizations across the country to develop people-first leaders who know how to move fast without burning out. To connect, visit: NxtStepAdvisors.com or connect on LinkedIn:https://www.linkedin.com/in/colby-morris/ Colby's LinkedIn Profile Things Leaders Do Instagram
Transcribe →Being People-First Doesn’t Mean Being Passive—It Means Being Proactive
Jun 16, 202500:08:50Tap to summarizeTitle: Being People-First Doesn’t Mean Being Passive—It Means Being ProactiveEpisode Description: Too many leaders confuse being people-first with being conflict-avoidant. In this episode, Colby Morris reframes that idea completely.Great leaders don’t just react well to conflict—they prevent it. And they do that through consistent, structured one-on-ones that uncover tension before it escalates.Drawing on insights from the One-on-One Meeting Series and the Conflict Series, Colby shares a real-world leadership story, introduces the Three Levels of Conflict Prevention, and breaks down practical ways to lead with proactive clarity instead of reactive clean-up.If you care about people, lead a team, or want to strengthen your culture while scaling—this episode is for you.What You’ll Learn:Why people-first doesn’t mean being soft or avoiding hard conversationsHow great one-on-ones help prevent most team conflictThe Three Levels of Conflict Prevention every leader should knowHow to use energy, tone, and expectations as early warning signalsHow to apply the Four Quadrants to stay proactive as a leaderTools and Takeaways:Use one-on-ones as a leadership intelligence systemAsk: “Is there anything I should be aware of on the team?”Apply the 48-hour rule to avoid letting small problems growReinforce trust and alignment through the quadrant-based conversation modelWork With Colby: Want help building leadership systems that prevent drama, drive clarity, and scale culture the right way? Colby Morris is available for:Executive coachingLeadership team developmentCorporate keynotes and trainingOne-on-one and team communication system designStart the conversation on LinkedIn or contact him via the webpage. Colby's LinkedIn Profile Things Leaders Do Instagram
Transcribe →The One-on-One Series Part 2: The Four Quadrants Every Leader Needs to Cover
Jun 9, 202500:12:01Tap to summarizeThe Secret to Great One-on-Ones: The Four Quadrants Every Leader Needs to CoverIf your one-on-ones are starting to feel routine—or worse, like a waste of time—this episode is for you.In Part 2 of the One-on-One Series, Colby Morris breaks down the four essential quadrants every leader must cover in their one-on-ones to actually drive engagement, performance, and trust. You’ll learn how to structure your meetings with purpose, even if you’re only meeting monthly—and how to adjust your approach based on the number of direct reports you have.Colby shares real-world stories, practical questions, and a cadence model that works—so your one-on-ones stop feeling like just another meeting and start becoming the leadership moments that shape culture.In this episode, you’ll learn:The difference between Employee Development and Performance Management—and why most leaders confuse themWhat Maslow’s Hierarchy has to do with leadershipHow Quint Studer’s Leader Rounding can change your feedback loopHow to tailor your one-on-one cadence based on team size (weekly, biweekly, or monthly)What to include every single time—no matter how often you meetWhether you’re leading 4 or 40, this episode will help you structure your meetings in a way that builds trust, drives clarity, and develops your people.Resources Mentioned: Want a copy of the Monthly One-on-One Agenda? Message Colby on LinkedIn or email him to request it.Subscribe & Share: Most of you listening aren’t subscribed yet—would you do me a favor and hit that follow button? Subscribing helps us reach more leaders and drive real change in the workplace.Connect with Colby: Connect on LinkedInBooking Inquiries: Colby Morris is available for keynotes, leadership team trainings, workshops, webinars, and executive coaching. Whether it’s in person or virtual, small groups or conferences, reach out to discuss availability and options. Colby's LinkedIn Profile Things Leaders Do Instagram
Transcribe →The One-on-One Series: Why Your One-on-Ones Aren't Working
Jun 4, 202500:12:02Tap to summarizeWhy Your One-on-Ones Aren’t Working—And How to Fix ThemEpisode 1 of the One-on-One Meeting Series | The Things Leaders Do Podcast with Colby MorrisMost one-on-one meetings aren’t working—and deep down, you probably know it. They’re rushed. Disorganized. Too focused on tasks. Or worse—nonexistent. And when that’s the case, you’re not leading… you’re reacting.In this episode, Colby Morris breaks down why one-on-ones fail, why they matter more than you think, and a simple, proven 4-step structure that will help you transform these meetings into your most powerful leadership tool. Whether you manage 3 people or 30, this episode gives you a framework that actually works.You’ll learn:Why bad one-on-ones erode trust, culture, and performanceHow intentional one-on-ones support people-first leadershipA 4-part agenda that builds connection, alignment, and growthWhy energy checks (like the “battery level” question) are keyReal-world coaching questions and leadership prompts that move people forwardThis is Episode 1 of our One-on-One Meeting Series—and it sets the foundation for everything that follows.Leadership Challenge inside: Use this episode to structure your next one-on-one meeting.Need support or a template? Connect with Colby directly on LinkedIn or by email to get the same one-on-one agenda and prompts he uses with his teams.Follow the show Most of our listeners aren’t subscribed—if that’s you, would you do us a favor and hit follow today? That’s how we reach more leaders and create real change in the workforce.Colby is available for speaking Interested in booking Colby for a keynote, team training, or leadership offsite? Reach out through LinkedIn or by email to learn more.Connect with Colby Morris LinkedIn: https://www.linkedin.com/in/colby-morris/ Email: colby@NXTStepAdvisors.com Website: NXTStepAdvisors.com Colby's LinkedIn Profile Things Leaders Do Instagram
Transcribe →